Organizational Development Manager
Nirvana Holding
مجموع سنوات الخبرة :24 years, 1 أشهر
Responsible for driving the organisation structure, manpower planning, reward management framework, L&D and succession planning across all business functions as well as establishing effective HR policies, procedures and systems to support the execution of the HR plan and strategy.
Establishing HR Department for the new branch in Abu Dhabi:
• Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR in Germany as applicable and relevant to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Manages a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning, and implementing pay structure revisions.
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; and counselling employees and supervisors.
• Implements employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims etc.
• Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.
• Completes human resource operational requirements by scheduling and assigning employees and following up on work results.
• Contributes to team effort by accomplishing related results as needed.
This role grew my knowledge about the structure and practices used by the UN.
•Initiates, processes, monitors, reviews and follows-up on actions related to the administration of the unit's human resource activities, e.g., recruitment, placement, relocation, promotion, performance appraisal, separation, training etc., and report to the director.
•ensuring consistency in the application of regulations and procedures, yearly plan implementation and SLAs for all sections.
•Enters, maintains and certifies administrative data and records for non-staff (temporary staff), performance appraisal, etc. in electronic information systems.
•Monitors status of expenditures and allotments through respective monitoring tools, records variations, updates budget tables.
•Consolidates data received and provides support to higher-level staff with respect to budget reviews of relevant intergovernmental and expert bodies.
•Reviews status of relevant expenditures and compares with approved budget.
•Reviews requisitions for goods and services to ensure (a) correct objects of expenditure have been charged and (b) availability of funds.
•Assists in the preparation of budget performance submissions.
•Prepares statistical tables and reports.
•Prepares, processes and follows-up on administrative arrangements and forms related to the official travel of staff.
•Drafts routine correspondence.
•Maintains files of rules, regulations, administrative instructions and other related documentation.
•Maintains up-to-date work unit files (both paper and electronic).
•Coordinates extensively with service units and liaises frequently with internal team members for the annual Assembly meeting or the Council Meeting (badges, attendance, full Meeting Agenda and items . Performs other related administrative duties, as required.
Client 1- Reach Outsourcing LTD: Redefined the company’s official and legal relationship with the outsourced staff who are placed in third party organizations, by analyzing existing processes, presentation of the findings (root causes and gaps) to the Chairman, and proposing solutions and revised processes. The objective was to reflect UAE employment rules and regulations clearly in all the official communications between Reach and the outsourced staff by redrafting new offer letter templates, employment contracts, official correspondence (ex: warning letters, contract terminations and clearance formalities).
Client 2 - NIDCO Group: Facilitate employment contracts termination in compliance with labor laws as the company was in liquidation process
Client 3 - Daman: Assist recruitment team to meet the Emiratization target as per Abu Dhabi Tawteen Council standards and guidelines.
Function as a HR Operations Manager, responsible for payroll administration, benefits/compensation, employee relations, salary review and grading structure, recruitment/selection and ERP Implementation.
• Manage and process payroll for 100 employees.
• Manage employees’ medical insurance as well as new offices insurance.
• Develop job profiles and source candidates from major job boards; and recruitment companies select, interview and hire employees at different levels and industries/fields in collaboration with requesting department managers
• Plan and develop on-the-job training programs as well as induction programs for new employees with a focus on retaining existing talent and reducing employee turnover
Accomplishments
• Established and maintained proper structures and processes to track time and attendance, leaves, and other activities.
• Implemented payroll and HR policies, controlled and complete in each activity operational cycle.
• Implemented ERP - Oracle Fusion by working with the IT department to design, develop and launch the company first ERP system.
• Developed employment testing program relevant to the Group’s culture, vision, mission and future aspirations.
• Renegotiated medical insurance prices, packages and networks, was successful to renew with other provider lower rates, better packages and networks and overcame the loss ratio challenge.
• Implemented the first salary review, grading structure and pay scheme for the company, which helped a lot when implemented the ERP.
Directed and efficiently managed the Human Resources, and administration in both Dubai and Iraq offices. reported to the CEO and Board of Directors as applicable.
•Provided Human Resources services and support to general managers of the HIG companies as well as relevant division heads in each company, assisting them to achieve divisional goals and objectives through strategic people management
•Administered payroll for 300-400 employees in both Dubai and Iraq companies, including new salary scales and grading structure.
•Established an open channel of communication between the mother company and its subsidiaries, enabling employees quick and easy access to information such as benefits, training and development and opportunities for career advancement (effective employee mobilization from one company to another, or from job level to another, based on qualifications, potential and provide hands on training for that, as well as a follow up framework of the newly mobilized employee for three-month period.
•Assessed current and future skills requirements and developed and implemented a SMART objective - based performance management system.
•Created a training program to develop employees to meet both core and job competency gaps (effective English language business correspondents, communication skills, basic financial management program for non-financial-job employees)
Accomplishments
•Worked directly with the CEO & Board of Directors and Legal Advisor to redesign the Group organization structure, and the consequential change required on the company’s HR strategy and policies to suit Dubai and Iraq different working environment, culture and safety & risk measurement.
•Identified the required job families, job levels, and pay scale that would be able to accommodate the different types of company sectors, size jobs/roles and skills in each company, leaving a space for flexible customization where necessary, considering the nature of work, job, region, and job market.
•Optimized administrative activities and procedures by sourcing service providers, established Procurement Committee, assigned Administration Focal Point in each company to improve communication, reviewed company operational expenses to reduce cost by eliminating un necessary expenses while maintain satisfactory service delivery.
•Enhanced petty cash process.
Acted as Human Resources Business Partner and service provider to the IT Department, which consisted of 4 divisions and 14 functions as follows in coordination with ADIA main HR department:
• Delivery of IT HR yearly objectives and projects, HR Reports and analytics to ITD management,
• IT HR process improvement, mapping and IT HR service catalogue.
• Implementation of new grading structure, maintaining the database of the ITD job families, job levels, job descriptions, and skill matrix.
• Recruitment & selection: Deliver yearly recruitment plan, coordinating with relevant stakeholders internally, external, locally and internationally, Short-listing, and arrange candidate interviews.
• ITD New Joiners on boarding and induction programs.
• Learning & Development: gather training needs through IT functions analyze and categorize them under the following criteria:
ITD Needs: ITD culture, team work, leadership skills, communication skills, departmental framework or practices (ex: ITIL, remedy, content management, business continuity & disaster recovery etc.)
Functional needs: Area of specialty technical skills.
Project’s needs: Projects implementation, projects hand over, maintenance as applicable.
Individual needs: linked to employee performance appraisal.
Evaluate training providers based on quality and cost, in coordination with the main L&D department.
Training delivery methodology based on number of employees, available venues, cost, training program duration and qualified instructors/service provider as applicable.
general Admin & HR roles in various companies as mentioned in my CV
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